Our Website Uses Cookies 


We and the third parties that provide content, functionality, or business services on our website may use cookies to collect information about your browsing activities in order to provide you with more relevant content and promotional materials, on and off the website, and help us understand your interests and improve the website.


For more information, please contact us or consult our Privacy Notice.

Your binder contains too many pages, the maximum is 40.

We are unable to add this page to your binder, please try again later.

This page has been added to your binder.

Covington Achieves "Mansfield Rule Certification Plus" for Promotion of Diversity

Firm Also Agrees to Participate in “Mansfield 2.0”

August 20, 2018

WASHINGTON—The Diversity Lab, an incubator for ideas and solutions that boost diversity and inclusion in law, has certified Covington as having achieved “Mansfield Rule Certification Plus” after completing the inaugural one-year pilot program.

The Mansfield Rule Certification measures whether law firms have affirmatively considered at least 30 percent women and lawyers of color for leadership and governance roles, equity partner promotions, and senior lateral positions. To achieve the “Plus” certification, firms also had to reach at least 30 percent women and minority lawyer representation in current leadership roles and committees.

“Diversity makes our law firm stronger, and we see the differences among us as an asset and a source of value for our clients and our workplace,” said Timothy Hester, Covington’s chair. “We are extremely proud to be recognized by Diversity Lab for having taken affirmative steps to improve the diversity of our law firm and the representation of diverse lawyers among firm leadership, but we recognize that the job is never done.”

Covington has also agreed to participate in “Mansfield 2.0,” which will include LGBTQ+ lawyers as well as women and lawyers of color as part of the diverse candidate pool. In addition to leadership role appointments and lateral hiring, “Mansfield 2.0” will also measure consideration of diverse lawyers for roles in client pitch meetings and will ask participating law firms to make appointment and election processes transparent to all lawyers in their firms.

Share this article: